BSBXTW401 Assessment 1

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Western Sydney University *

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Management

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Nov 24, 2024

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BSBXTW401 Assessment 1 V1 Page 1 of 9

Assessment Task 1: Knowledge Test Provide your response to each question in the box below. Q1: Answer the following questions: 1.1. What is the benefit of having good teamwork in the workplace? Answer using 20-40 words. 1.2. What are the three (3) most important things needed for effective teamwork in the workplace? 1.3. Explain how workplace policies play a critical role in maintaining good teamwork in the workplace? Answer using 20-40 words. 1.4. Discuss a team code of conduct using 20-40 words. 1.5. Why is organisational culture so important? Answer using 20-40 words. 1.6. What can damage an organisation’s reputation? Identify three (3) items. 1.1 Efficiency rules when work is appropriately divided within a team, responsibilities are shared, and tasks are more likely to be finished within a set time frame. Good teamwork also enhances group outcomes and the measurable effectiveness of organizations. 1.2 Mutual trust and respect, Effective delegation while communicating clearly, The liberty to share ideas and embrace innovations. 1.3 No matter what type of workplace or business you run, policies are important. They help clarify and reinforce the standards expected of employees in all their professional dealings and assist employers in managing staff effectively by defining what's acceptable and unacceptable in the workplace 1.4 These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with other teams. 1.5 When workplace culture aligns with your employees, they're more likely to feel more comfortable, supported, and valued. Companies that prioritize culture can also weather difficult times and changes in the business environment and come out stronger. 1.6 Being careless on social media Tardiness Accidentally leaking company data

Q2: Answer the following questions: 2.1. Explain team composition using 20-40 words. 2.2. What are the three (3) roles and responsibilities of team members within an organisation? 2.1 Team composition refers to the overall configuration of a team, or more specifically the characteristics, personality traits, demographics, values, knowledge, and skill sets of the individuals within it. 2.2 Executing all tasks assigned by the team leader or manager diligently, on schedule, and to the highest standard. Working with team members to achieve daily, weekly, and monthly targets. Participating in meetings and voicing concerns as well as suggestions for improvement. Q3: Answer the following questions related to techniques for giving and receiving feedback in a constructive manner 3.1. What is the importance of giving and receiving constructive feedback? Answer using 20-40 words. 3.2. What is the meaning of constructive feedback? Answer using 20-40 words. 3.1 Constructive feedback is one of the best things managers can provide to their employees. When delivered properly it can, reinforce positive behavior, correct any negative performance and ensure a strong culture remains in your team. 3.2 Constructive feedback is the type of feedback aimed at achieving a positive outcome by providing someone with comments, advice, or suggestions that are useful for their work or their future.

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Q4: Answer the following questions: 4.1. What do you mean by legislative requirements? Write your answer in 20-30 words. 4.2. Prepare a list of any six (6) important national workplace legislative requirements in Australia that workplaces must comply with. 4.1 the relevant legislation, regulations, rules and codes and other associated documents applicable to the Services in the country where the Services are taking place. 4.2 The Fair Work Act 2009 Equal Opportunity Act 2010 and federal human rights laws Work Health and Safety Act 2011 The Racial Discrimination Act 1975 Superannuation Guarantee law The Corporations Act 2001 Q5: Answer the following questions: 5.1. What are the five (5) principles of cross-cultural communication and communication with individuals with special needs or disabilities. 5.2. How do cultural differences affect communication? Answer using 20-40 words. 5.3. What influence does disability have on communication? Answer using 20-40 words. 5.4. What is a role model in leadership? Write your answer in 30-50 words. 5.5. What professional behaviours should a manager possess to become a good role model. Prepare a list of any five (5). 5.1 The easiest way to overcome hurdles and avoid misunderstandings in cross-cultural communication is to first get to know the basic elements of this type of communication. These are: awareness, preparation, language, humor, and openness 5.2 Culture can affect how people communicate in different ways. For example, it may affect communication styles in aspects such as phrases, words, gestures, and languages used. Culture can also affect how people deliver information and their attitudes towards

conflict 5.3 Some disabilities affect how a person can communicate their message through speaking, pointing at pictures, writing, letter boards or devices. Some disabilities affect both comprehension and expression and can range from mild to severe. 5.4 A role model is a person who inspires others because of their various attributes, with their followers keen to emulate them. Leadership role models usually encourage and inspire others, such as the youth and young children. 5.5 Hard work. Effective role models work hard and pitch in when their staff needs help, always demonstrating a commitment to company goals. No task is below you as a manager. If the floor needs to be mopped and there is no one available to do it, do it yourself, and do it well. Not only does that ensure critical tasks are completed, it also shows employees that the “it’s-not-my-job” mentality isn’t allowed. Trust. Trust isn’t given, it’s earned. Show your team that you can be trusted by always being fair, honest, and consistent. Don’t engage in gossip, and don’t tolerate it within your staff. Employees need to know you have their backs, and you should take every opportunity you can to prove it. Accountability. Role models take responsibility for their actions and inspire others to do the same. If you make a mistake, admit it and let the team know how you plan to correct the situation. Never blame others or make excuses. Respect. Always show respect for all individuals; customers, employees and vendors. Respect is paramount in every situation, and is especially important during situations when you have to correct behavior. Never criticize an employee in public, and keep your feedback focused on the task at hand. Positivity. Business is nothing if not unpredictable. As a manager, you need to be prepared to deal with high stress situations. Your team will be watching closely as you handle challenges. If you overreact or get easily overwhelmed, your staff will be inclined to do the same. Model the positive behavior you expect from your staff. Q6: Answer the following questions: 6.1. How does team cohesion affect performance? Write your answer in 30-50 words. 6.2. What does team effectiveness mean? Write your answer in 20-30 words. 6.3. Prepare a list of any five (5) facilitation techniques to encourage team cohesion and effectiveness.

6.1 Those in highly cohesive teams will be more cooperative and effective in achieving the goals they set for themselves. Lack of cohesion within a team working environment is certain to affect team performance due to unnecessary stress and tension among coworkers 6.2 Team cohesion is the degree to which team members are connected and share common goals, values, and working styles. It is an essential component of team performance because it affects how well team members work together and how effectively they achieve their objectives. 6.3 Encourage communication Practice team-building activities Structure goals Provide training and development Celebrate successes as a team Q7: Answer the following questions: 7.1. What are the three (3) types of mentoring techniques? Write your answer in 80-120 words. 7.2. How can you use the following coaching models/techniques to support team members? a. GROW model b. OSKAR model Write 50-100 words for each.

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7.1 Traditional One-on-one Mentoring A mentee and mentor are matched, either through a program or on their own. Mentee-mentor partners participate in a mentoring relationship with structure and timeframe of their making or as established by a formal mentoring program. Distance Mentoring A mentoring relationship in which the two parties (or group) are in different locations. Sometimes called “virtual” mentoring. Group Mentoring A single mentor is matched with a cohort of mentees. Initial program structure is provided while allowing mentor to direct progress, pace and activities. 7.2 The GROW model is a straightforward and organized framework for coaching conversations. It assists you and your coachee in clarifying the desired outcome, assessing the current situation, investigating potential solutions, and committing to actions. This model consists of four stages: Goal, Reality, Options, and Will. The OSKAR coaching model consists of five stages: outcome, scaling, know-how, affirm and action, and review. The model is a cyclical approach to continuous improvement since observations from the review stage are then used to set goals in the initial outcome stage. Q8: Answer the following questions: 8.1. What are the four (4) methods of communication? Write your answer in 80-120 words. 8.2. What are the four (4) types of communication styles? 8.1 Verbal Verbal communication is the use of language to transfer information through speaking or sign language Nonverbal Nonverbal communication is the use of body language, gestures and facial expressions to convey information to others. It can be used both intentionally and unintentionally Visual Visual communication is the act of using photographs, art, drawings, sketches, charts and graphs to convey information Written Written communication is the act of writing, typing or printing symbols like letters and numbers to convey information. It is helpful because it provides a record of information for reference. 8.2 There are four main styles of communication: passive, aggressive, passive-aggressive, and assertive.

Q9: Answer the following questions: 9.1. What strategies can you use as a manager to identify and resolve conflict? Write your answer in 100-150 words. 9.2. What are five (5) different strategies for negotiation? Write your answer in 70-120 words. 9.1 With the competing strategy, you are high on assertiveness and low on cooperation. This is a forceful approach for conflict resolution. In this situation, you are seeking to assert your will over other people’s concerns. It is Mary Case’s: No pressure, no diamonds. If you compete too much, you can destroy relationships with others and eventually undermine your effectiveness in your organization. However, if you don’t compete enough, you can create situations where others can take advantage of you. With the collaborating strategy, you are high on assertiveness and high on cooperation. With this approach, you are seeking both to satisfy your own concerns and the concerns of others. Rather than fighting to just get your way, you have an equal emphasis on finding a solution that fully meets the other party’s concerns. It is Indira Gandhi’s quote: You can’t shake hands with a clenched fist. If you collaborate too much, you can waste time. However, if you don’t collaborate enough, you can have difficulty gaining cooperation from others. 9.2 Compete (I Win- You Lose) Competitive negotiators pursue their own needs and give little to others. When to use: When you have an overwhelming clear advantage, need to get a deal done quickly, or are involved in a one-off transaction like buying a car. Pitfalls: A high compete style is easy for the other party to prepare for and can often lead to deadlock. Unchecked competition can also ruin relationships. Defense: Don’t cave in! Appeasing a competitive negotiator creates an expectation that your concessions are a sign of things to come.

Q10: How can the following typical workplace contingencies affect the team? a. unplanned leave or absence of workers b. re-allocation of work tasks c. succession planning for important team roles Write your answer in 100-150 words. A Employees absent from work without notice can disrupt the workflow and leave their colleagues picking up the slack. Additionally, these employees may miss important deadlines or delay project completion. Ultimately, this can lead to decreased productivity and a loss of money. B Reallocation of a task invokes the task's initial allocation strategy. This results in the task being reassigned to the item (group of users or work queue) to which it was originally assigned by the system. It should be noted that this is a different action from un- reserving a task. C Succession planning is a process of identifying employees who are capable of moving into the key positions within your business. It helps to identify future capacity and capability gaps, and address professional development requirements. It enables career discussions with employees.

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Q11: As a manager, how would you manage the following teamwork challenges? a. unethical or inappropriate behaviour b. potential risks or safety hazards c. conflicts with clients or team members d. underperforming employee Write 50-100 words for each. A Start by informing new employees of the rules during their orientation sessions. Make sure all new workers know the consequences of policy violations. If an employee acts unethically, refer to the code of conduct and take the necessary measures to warn or terminate. B To protect your workers from injury, all Queensland employers should follow a four-step risk management process. This will help you identify hazards, assess risks, find ways to control those risks, and then make sure those controls keep working. C When people have different priorities, incentives, and ways of working, it’s natural for conflict to occur, so identifying which type of client you are working with will help determine how to productively interact with them. Accepting this fact is the first step. Next, you need to be able to appreciate conflict as a way to improve communication and the end work product. Once you have adopted this mindset, consider these strategies for handling & resolving conflicts with clients. D Enquiries should be made as to the reason for the employee’s underperformance. This is necessary to establish what subsequent action you need to take. If they have the capacity to perform better but simply choose not to, then they should be told that they must improve. If it’s their ability to do the job (they’re trying hard but still can’t perform well) that’s the problem, then you should identify how you can help them, e.g., further training/supervision. If the reason is health-related, it may be necessary to obtain an expert medical opinion. If they have a disability, reasonable accommodations to the workplace may need to be considered. Reference: https://www.peninsulagrouplimited.com/ie/blog/top-10-tips-turn-around-performing-worker/ https://blog.hubspot.com/agency/conflicts-clients https://www.worksafe.qld.gov.au/safety-and-prevention/creating-safe-work/managing-risks https://smallbusiness.chron.com/ways-prevent-unethical-behavior-workplace-21344.html https://www.sfepartners.com/the-5-different-types-of-negotiation-styles-and-how-to-master-them- all/ https://www.ibm.com/docs/en/spm/8.0.2?topic=supervisor-reallocating-tasks

BSBXTW401 Assessment 1

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